Program evaluation may  be the last step, but it must be planned at the beginning of your efforts!  Analysis assists you identify what parts of the program are working well and what parts need improvement.  

Then, based on the investigation data, adjustments could be made to fine-tune your health promotion program.   Adjusting the program based on investigation data is crucial to its continued success.  

Reviewing your program does not have to be complicated.  HOWEVER, it’s important to plan how you’ll monitor your wellness efforts and determine success during the planning phase.  

Additionally remember to evaluate the program based on the goals and goals you already identified during your planning process.  

In order to evaluate your program you need to have a system to document specifics as you go along.  This may be as simple as maintaining file folders on programs that are offered, or a computer document with a table or spreadsheet summarizing information gathering.  Consider –

• Program topic and numbers of employees who participated

• The numbers of  pamphlets taken by workers or distributed and on what topics

• The number of participants in a behavior change program and how many met their goals in addition to how many attended all of the sessions

• Numbers of employees who continued the healthy behavior change following the program?

• Overall employee satisfaction with the program or each topic.  Here’s a sample evaluation form.  

Depending on your objectives and objectives, gather desired data and compare it to previous data collected during the initial assessment to determine if the objectives were met.  Such data might include

• Absentee rates

• Injury rates

• Health risk factors Insurance costs  

Summarize and Report Health Promotion Program Results

Once you have gathered all the examination information it needs to be reviewed with the Health Promotion Committee and summarized.  You’ll probably have positive results and some areas where a change is needed or additional focus required for continuous improvement.  

This not-so positive information may be used to make any needed changes as well as to plan for next year and is important to include in your report.  

It is important to communicate the health promotion program results to both management and staff members.  Consider how management ordinarily receives reports on operations and productivity issues and include the annual health promotion program report in the same format.  

At some businesses the reports are made during management meetings using presentation styles like power point slides.  At other businesses, graphs and bar charts are the norm or a list of the objectives and the summary outcomes reported.  

No matter the format, it’s important to convey the outcomes and successes achieved, including any anecdotal stories, in addition to areas for improvement.  Make certain to link the outcomes to the company mission and bottom line whenever possible.

Staff Members want to receive the same information!  Consider using the same communication channels used when informing employees of the health promotion program –

• Business newsletters,

• Bulletin boards,

• E-mails  

Additionally consider celebrating successes and recognizing achievements by –

• Posting pictures from events

• Highlighting success stories

• Posting pictures of successes

• Scheduling a celebration

• Recognizing champions  

Armed with data, Health Promotion Program topic preferences, objectives, and objectives – and a Health Promotion Committee rearing to get things done – it is now time to decide how best to take action.  This website provides tools to help you!  

You can read about the different kinds of health promotion programs offered by other businesses to get an idea of what might work for your company.  

When your planning phase was well executed, you should simply have to follow through with the plans you have already made.  

Important Health Promotion Program considerations include –  

1. Formally Introduce the Health Promotion Program and consider policy statements that state the importance of the health promotion program.  Examples include a general policy regarding the commitment to staff member health and safety as well as specific policies like No Smoking, Healthful Consuming and Exercise.

2. Communicate Your Program –  the best planned program with excellent health promotion programs will not be beneficial if your employees don’t know about it or don’t understand the options or how to participate.  Communicate your health promotion program using a selection of methods to ensure the message and “how-to’s” are heard!

Health Promotion Program Communication Strategies could include –

• Newsletter articles

• Postings on the organization’s intranet or internet

• A designated Champion of the program

• Formal or informal meeting to announce program, “the kick-off”

• brochures / table tents,

• Bulletin boards / kiosk where all material is promoted or found,

• Email / phone messages,

• Mailings or distributions  

3. Use Health Promotion Program Incentives –   You’ll be amazed to find out what people  will do for a free T-shirt.  Incentives can both support and motivate participation among staff members.  

Consider both formal or corporation incentives and informal or program rewards/prizes from local resources to reinforce participation in Health Promotion Programs. Either way, it’s important to provide incentives that are attractive and meaningful to your staff members.

Business Structural or Formal Health Promotion Program Incentives –

• Discounts on staff member health insurance premiums or co-pays, or contributions to 401K programs, staff member stock choices, or other mechanisms.  Click here for more information on health plan incentive ideas

• Gym/Gym discounts or enrollment fee coverage

• Public transportation vouchers

• Flexible work time options

• “Health Promotion Days” off work  

Rewards/Prizes or Informal Health Promotion Program Incentives –

• Cash – a very effective incentive!

• Prize incentives like gift certificates to heart healthful restaurants; music player to use while exercising, emergency kits, or any other prizes that would motivate your employees.

• T-Shirts, water bottles, or other cheap rewards

4. Assess community resources available to provide some of the wellness services.  The local health department or your corporation healthcare provider may  be able to assist you with this information.  There are also providers throughout the State providing great wellness services for companies.  They are available to help you strategize and find the best options available.

5. Implement your program as planned documenting information and outcomes as you go like numbers of participants, dates of activities, and any other special details you’re tracking.

The Health Promotion Committee should set out a plan for the entire year that outlines accomplishing objectives and objectives, in addition to provides details for marketing and investigating  the program.

The plan is the detailed map of what types of programs will be offered, when and where they will be scheduled, how they will be marketed and examined, and what the budget is.  

It’s important to plan your wellness activities based on your objectives and objectives, in addition to the budget since different strategies will yield different outcomes.  For example, when your objective is to raise awareness on a topic, then distributing  brochures or scheduling a one-time education session may  be appropriate.  

Nevertheless, when your goal is to change behavior, then different strategies may  be necessary, such as ongoing weekly sessions and support groups.  Click here to link to Program Design Options for more ideas.

Health Promotion Program Marketing

This is the time to plan your advertising and marketing strategies!  How can you market the health promotion program and ongoing activities?  No matter how you decide to, market often, keep it fresh, and remind staff members again and again!  

Consider having an overall kickoff activity to let everyone know about the health promotion program.  Senior Management ought to provide the introduction or invitation so that all employees are aware of their support and leadership in the program.

Possible marketing and advertising methods –

• Sending email messages, including reminders

• Posting flyers,

• Displaying bulletin board postings,

• Writing articles,

• Sending letters or

• Sending special invitations.  

Other Health Promotion Program Considerations –

• Is the program promoted to all employees or to a specific target audience?

• Do you’ve a program champion (someone who is connected with different groups in the organization, and well respected) who can help in your promotion efforts?

• When your marketing efforts do not seem to be working, do you’ve a way to revisit and adjust your strategy?

• How’ll you determine success and evaluate your program?  and how will you collect the information needed to evaluate your program?  

Topics most often included in Health Promotion Programs –

• Nutrition

• Physical Activity/Exercise

• Tobacco Use Cessation

• Bone Health

• Heart Health

• Healthy Back

• Stress Reduction

• Chronic Disease Awareness and Prevention

• Self-care; Wise Health Care Consumer

• Screening Services (Body Mass Index (BMI), blood pressure, bone density, cholesterol, glucose, posture, vision, and other…)

• Ergonomic Assessments

• Wellness Fairs

• Kids/family Events

• Others topics that staff members have interest in  

The topics and kind of Health Promotion Program planned depend on the needs and interest, overall goal and resources available.  

Program Design Choices include awareness programs like  handouts and/or education sessions, behavior change or modification programs like tobacco use cessation and weight loss classes, and environmental or organizational support like no tobacco use policies or healthful selections in vending machines.  

The programs planned also depend on the demographics of your workforce.  If you’ve a young, healthful workforce, you may want to focus the wellness attention on keeping workers healthful and not need to screen for disease.  

Instead you could want to focus on healthful lifestyle behavior like exercise and good nutrition to prevent the start of illness.  Click here for more information on strategies for keeping staff members well, identifying illness early, or returning staff members to work who already have a chronic illness.

It is also important to consider, and plan how you will evaluate the success of your health promotion program.  The system needs to be established for tracking certain data and recording events depending on the program objectives and desired outcomes.  

Step 7 discusses program examination in more detail.   and Step 6 will launch your program!

A Health Promotion Program without goals and goals is somewhat akin to taking a family trip without any planning; you will not know where you are going, how to get there, what you want to do once you’ve arrived, or even whether or not you’ve arrived!  

The trip might end up ok, or it could end up disastrously.  Yet, with a little thoughtful planning, you increase your chances for a successful experience.  Clear goals and goals are needed to plan your health promotion program in order to ensure success!

Health Promotion program goals and goals are different from one corporation to another depending on the population, needs, interests and resources.  Notwithstanding, well thought out goals based on your company’s needs assessment will form the foundation of a successful health promotion program!

Health Promotion Program Mission Statement

The first consideration is a mission statement for your Health Promotion Program. the mission statement is the overall expression of what the Health Promotion Committee wants to accomplish by beginning a health promotion program.  

It’s important to consider how your Health Promotion Program fits in with the corporation mission statement, contributes to the overall mission and supports the corporation bottom line.  This will integrate your efforts throughout the corporation operations.  

Here are some examples of Health Promotion Program mission statements –  

At XYZ Corporation, maintaining an environment that supports staff member health and safety is our underlying value.  It is the mission of the Health Promotion Program to assist in developing wellness services that fosters and upholds that value.

It’s the mission of the XYZ Health Promotion Committee to foster healthier lifestyle choices to reduce health risk factors, improve overall wellness, and maintain a productive, active work force.

Health Promotion Program Goals

The objectives and objectives further define your mission and are based on your needs assessment.  Depending on the needs assessment, management expectations and worker interests, examples of objectives can include –  

The goal(s) of XYZ Health Promotion Program in year XXXX is to –   (one or more of the following examples)

• Reduce absenteeism by one day per staff member

• Lower musculoskeletal injuries by 10%

• Decrease unnecessary emergency room visits

• Decrease or contain health care costs

• Improve dietary habits of employees

• Reduce health risk factors  

Health Promotion Program Objectives

Specific Health Promotion Program goals help meet your long-term goals and vision.  Both short term and long term goals must be developed as the stepping stones to accomplish the goals and mission.  

In addition to objectives for the expected participant outcomes, process objectives should also be developed for the program process itself.  For example, process objectives may include how many workers you want to participate in the programs, how many sessions on a topic will be offered, the type of wellness sessions that will be implemented, etc.

Goals need to be easily measurable within a set time frame.  Attempt using the SMART formula to create both your long and short-term objectives and objectives –

• Specific (one behavior or outcome)

• Measurable (one result that may be observed or analyzed),

• Attainable (but also challenging),

• Realistic (do you’ve the resources to achieve?), and

• Time specific (within 3 months – up to 5 years)  

This is the who, what, when, where, why, and by how much method.  For example, an objective for a weight loss program that has an overall goal of improving healthy eating and promoting a healthy weight is that –  

Participants (who) will lose an typical of .5 – 1 lbs per week (specific what that is measurable) after the 12 week lunchtime program (time specific what, when and where) for a minimum of 6 lbs weight loss per participant (attainable and realistic).

Or –  

Participants (who) will attend 11 of the 12 sessions (specific what that is measurable) and name at least one healthier eating change at the end of the program (specific what, when, where)

An example of an objective for coaching employees with elevated cholesterol might  be –  

To reduce the sum cholesterol (specific what) of high risk workers with cholesterol over 240 mg/dl (specific who) to 200 mg/dl (measurable how much) through one-on-one counseling sessions offered at the worksite (where) by X date (ex, after 6 months) (attainable, realistic and time specific when) to lower the risk factor for heart illness (why).  

And one last example of a process objective for a tobacco use cessation program with an overall goal to assist participants in committing to quit for life –  

By the end of the 4-week use of tobacco cessation program, 10 percent of the participants will have quit use of tobacco.  Each participant will be contacted at 3 months, 6 months and 12 months from the program’s end to determine quit status (process objective) and 10 percent of those who quit will still be smoke free after one year.

You’ve now completed Steps 1 through 4, including establishing your Health Promotion Committee.  It’s now time to plan your wellness activities!

Before you start planning your Health Promotion Program you need to know where you are now and then decide where you want to go.  Completing a thorough needs assessment is vital to the success of your health promotion program for two reasons –  

• First it ensures that your program activities will be targeted to meet your organization’s specific needs so that outcomes can be achieved.  

• Secondly the needs assessment provides the information you will need to evaluate the effectiveness of your health promotion program.

It is often tempting to rush the assessment – namely when time is limited or those with experience already have an idea of needs.  Do not give in to this temptation!  

It is crucial to understand what your business needs are, what management expects, and what staff members want as well as expect, before you create a program.  

Consider and gather data on –

• Demographic Information

• Health Risk Factors

• Medical Claims

• Injury Rates and Causes

• Workers’ Compensation Claims

• Short and Long Term Disability Claims

• Absenteeism

• Culture Audits

• Employee perceived needs and health risks

• Management expectations or desired outcomes

There are many ways to assess this information.  Although some of data gathering process could  be time consuming, remember that it’s however essential to plan programs that target specific issues.  

This information will be vital to set objectives and for assessing  program success.  How else can you know when outcomes have been achieved?

Choices to help gather the health promotion program information –

• Confidential Health Risk (Assessment|Appraisal}s with a Company Group Summary Report click here for additional information on Health Risk (Assessment|Appraisal}s or Assessments

• Biometric Screenings such as cholesterol, blood pressure and blood sugar click here for more information on health screenings.

• Employee Needs and Interest Surveys

• Suggestion boxes placed around the organization

• Focus Groups or hosting a luncheon meeting as a focus group

• Sending out a confidential email questionnaire

• Review records and databases including OSHA logs, first aid reports, insurance costs  

Once your needs assessment is complete, the Health Promotion Committee can review the results and begin planning and prioritizing program choices.  

Creating should be based on goals and identified outcomes, Step 4 of the seven step process!

Establishing an active Health Promotion Committee provides opportunities for both management and staff member involvement in the program.  The Committee ought to be a team of workers and managers who formally meet to plan activities to promote healthier staff member lifestyles.

Typical Functions of a Health Promotion Committee –

• Analyzing needs and interests

• Brainstorming program ideas

• Creating activities

• Developing communication plans

• Advertising programs to colleagues

• Serving as champions of the Health Promotion Programs

• Assisting with examination  

Your Health Promotion Committee should be representative of all levels of the company.  Consider all areas of the workforce – multiple sites, shift employees, diversity (race, gender, ethnicity), and departments.  

It’s also important to consider who’ll chair or co-chair the Health Promotion Committee and whether or not there are the finances to support a wellness manager or occupational health specialist, even on a part-time or contractual basis.  Click here for additional information on the benefits of a health specialist.  

Depending on your corporation size and resources, if you already have a corporation Safety Committee you may want to consider making it the Safety and Health Promotion Committee.  You can request volunteers or invite employees to participate.  

The number of Health Promotion Committee members depends on the size of your company; notwithstanding, you need enough members to get the work done and yet not too many to keep it manageable, normally a minimum of 4 members and maximum of 12 to 15 members.  

It’s important to include skeptics of wellness as well and not just those employees already practicing healthful lifestyles.  

Depending on your worksite, consider representatives from the following areas –

• Staff Member representatives from a cross section of different departments,

• Management/leadership,

• Health and safety professional(s),

• Human resources (HR)  specialist(s),

• Benefits staff or someone from finance,

• Your staff member assistance program (EAP) provider (if applicable), Click here for additional information on EAPs

• Medical or occupational health staff (if applicable).

Establish an effective Health Promotion Committee!  the Health Promotion Committee ought to meet regularly with a planned agenda and action items.  Successful Health Promotion Committees have a shared mission, vision and goals.  

Members need to believe that their participation is worthwhile and appreciated, that their work is important, benefits the organization and colleagues, and they’re recognized for their contributions. Refer to the NC Workplace Programs section for instances of what other corporations have implemented.

As with any program, the two crucial elements for the success of your health promotion program are  upper-level management support and staff member involvement.  Executive management sets the vision and provides the resources from which action plans flow.  

Genuine support from senior personnel also lends credibility to the health promotion program.  It is key that  upper management be visible supporters and role models for your Health Promotion Program.

Staff Members need to be involved on several levels so that they feel ownership of the health promotion program.  Staff Members are the program stakeholders!  

All staff members should’ve an opportunity to provide input and feedback through needs and interest surveys and program examination tools.  The information gathered should be used to plan programs that target those needs and interests to ensure participation, buy-in, and support.

There are a few methods to identify employee needs and interests such as –

• Conducting Worker Focus Groups

• Discussing Health Promotion Interests During Department Meetings

• Distributing and Summarizing a Needs and Interest Survey

• Including an Opportunity to Give Suggestions on Each Examination Tool  

Any one or combination of a few techniques will ensure that the health promotion program meets what workers want.  Click here for a sample Needs and Interest Survey.

Step 3 provides additional information on deciding health promotion program needs.  But first, establishing a Health Promotion Committee can help you involve management and staff members, determine need, and plan your health promotion program.

Health Promotion Program Step 1 –  Make sure to set the Foundation –  

Build Support Among All Levels of the Organization

A key to a successful Health Promotion Program requires management commitment and worker involvement.

Health Promotion Program Step 2 –  Form a Health Promotion Committee

An active Health Promotion Committee ensures employee involvement, provides buy-in, management support, and maintains a crew that is ready to take action to integrate health promotion programs.

Health Promotion Program Step 3 –  Gather Data to Identify Key Needs and Expectations

The next critical component is to base the Health Promotion Program on the needs and interests of your company and its staff members.

Health Promotion Program Step 4 –  Establish Goals and Objectives

Objectives and objectives are the road maps to guide you where your program needs to go.   These are the foundation for planning and analyzing  activities to ensure that your health promotion program is going to meet your unique needs.

Health Promotion Program Step 5 –  Develop a Detailed Action Plan

There is no such thing as over planning!  the best of intentions can get lost, overstepped, or forgotten without adequate planning, and then it’d be all for naught.

Health Promotion Program Step 6 –  Select and Implement a Plan

Armed with the needs assessment information, a Health Promotion Committee, and objectives and objectives, it’s now time to put your plan into action!

Health Promotion Program Step 7 –  Monitor and Evaluate Your Health Promotion Program

Evaluation is a necessary step to keep a program on target, as well as to ensure that the program is reaching its goals or achieving the desired results.

Summary

These Seven Steps outline considerations for a robust approach to establish an effective health promotion program.  Can you implement components of wellness activities without following these steps?  

Certainly, but you could not have the sustainability or ability to obtain desired outcomes.  Following the Seven Steps doesn’t have to be complicated or burdensome.  A very simple approach can achieve a successful health promotion program!

Consequently, to ensure a successful health promotion program consider the key components as you plan your program or improve your current program –

• Upper-Level Management Support and Staff Member Involvement

• Active Health Promotion Committee

• Program is Based on Worker Needs and Interests

• Goals and Goals are Established

• Detailed Action Plan Based on Resources and Budget

• Program Implementation and Internal Advertising and Marketing

• Examination of Outcomes and Program

The program design choices depend on the objectives and desired outcomes of your program.  If your goal is to help workers change behavior, reduce risk factors, or save health care dollars then your health promotion program would be designed to accomplish those outcomes and a budget would be necessary to support that design.  

There are different health promotion program design levels depending on desired outcomes and budgets.  Each level has advantages and disadvantages.  The intentions or results are quite different, aren’t interchangeable for obtaining the same results, and thus shouldn’t be confused.  

For example, scheduling activities such as an worker health fair or lunchtime education sessions, or having  handouts available don’t typically result in behavior change, but might increase awareness on a topic.  

When the goal is behavior modification then a different design is required, such as Lifestyle/Behavior Change Programs and Organizational Support.  The outline below describes the wellness design levels with a brief explanation.

Awareness Programs –   at this level a company makes health information available and accessible to staff members.  This type of program can include  brochures on a selection of topics, wellness articles in newsletters, bulletin board displays, e-mail health messages, etc.  

Also, most health fairs are designed as awareness programs with vendors providing information and providing biometric screenings to employees.  

Awareness programs are cheap and don’t require robust worker or business time commitments.  Nevertheless, these programs don’t typically result in healthier behavior change.  

Increasing awareness is not normally enough to generate lifestyle changes for most person, unless used to motivate employees to register for a program being offered at the corporation or community on the topic.  

An example of this would be providing information on the harmful effects of use of tobacco and inviting workers who smoke to register for a use of tobacco cessation class.

Education Programs –   Educational programs often provide more information on a topic and can also provide time for questions and answers, but are similar to awareness programs.  An example is lunch-n-learn sessions on a health related topic.  

These cost the business a little more than awareness programs; nevertheless, they’re still affordable and don’t require a great deal of time for planning or attending a session.  

Again, increasing awareness and providing information might not lead to the desired behavior modification unless ongoing support or incentives are also planned.

Lifestyle/Behavior Change Programs –   These programs are designed as 4 to 12 weekly sessions or workshops to provide wellness education, address barriers and provide opportunities to practice the desired skills.  

Behavior change programs thus require more company resources, cost more, and require more worker commitment, time and effort.  The results are often the desired positive lifestyle change, which when sustained can lead to potential cost savings.  

Examples are tobacco use cessation classes, weight loss and weight management meetings, or an ongoing fitness program.

Environmental and Organizational Support –   Environmental support is often considered the highest and most vital level to include when designing your health promotion program in order to support and maintain healthful behaviors.  

These kinds of design choices include policy changes such as –

• Creating a smoke-free workplace

• Designating a walking path,

• Establishing on-site fitness clubs,

• Ensuring healthy vending machine selections,

• Offering healthful food choices in the cafeteria, and/or

• Establishing flex-time policies.  

Other examples include subsidizing healthful vending machines or cafeteria choices; reimbursing fitness club or weight loss and weight management program memberships; or providing insurance incentives for healthful behaviors.

Ideally, the health promotion program design would include some of all these choices.  The more comprehensive and integrated the approach, the more successful the results will be.  For example, a corporation can –

• have smoking cessation information available;

• can schedule a one hour awareness session on the harmful effects of tobacco use and how to quit;

• can implement an on-site use of tobacco cessation program,

• supply self quit tobacco use kits, or

• support staff members to attend a community program; and/or

• on an environmental support level can establish a tobacco-free workplace and grounds,

• offer lower insurance premiums for non-smokers, or

• provide pharmacological quit smoke aids for free.

Health Promotion Program –  Components for Success

There are several key components or elements that should be considered to ensure the success of your Health Promotion Program or health promotion program.  These include –  

• Upper-Level Management Support and Employee Involvement

• Active Health Promotion Committee

• Program is Based on Worker Needs and Interests

• Objectives and Objectives are Established

• Detailed Action Plan Based on Resources and Budget

• Program Implementation and Internal Marketing

• Evaluation of Outcomes and Program

Major advantages of healthy employees include –

• Lower Healthcare Costs

• Decreased Injuries

• Lowered Absenteeism

• Increased Morale and Loyalty

• Higher Productivity

• Lowered Use of Health Care Benefits

• Lowered Workers’ Compensation / Disability

• Positive Perception in Community

• Lowered Turnover

• Better recruitment for skilled employees

What’s NOT having a Health Promotion Program costing your company?

Consider the health risk factors that are increasing chronic diseases for adults –

• 59 percent of adults are overweight or obese

• More than 60% of American adults do not exercise regularly

• More than 75 percent of adults don’t consume the minimum recommendations for fruits and vegetables

• Heart illness is the most common cause of death and the leading cause of death in smokers

• 26% of workers stated they were often or very often burned out or stressed by their work  

Health Care Costs are Increasing –   Health Care costs are at a record high of $1.7 trillion with no signs of holding steady let alone decreasing.  The average cost of annual healthcare spending is over $5,000 per person and with dependents almost $10,000.  

Recent data shows that healthcare related expenses now cost North Carolina businesses thousands of dollars per staff member, per year.

Most Diseases can be Avoided –   Although it sounds unbelievable, experts indicate that preventable disease makes up 60 percent – 70 percent of the entire burden of disease in the USA

In North Carolina, it is estimated that more than 53 percent of all deaths are preventable, and that 2/3 of all preventable deaths are due to tobacco use, lack of exercise, and poor nutrition.

Stress Levels are Increasing –   as corporation resources become less and businesses adopt leaner work practices, the effects of absenteeism and productivity lost have a greater impact.  

In a recent national poll, 78 percent of Americans described their jobs as stressful, and the majority felt that stress levels have become worse over the last 10 years.  Moreover, high levels of organizational stress can adversely affect a corporation by increasing injuries, absenteeism, and medical costs while lowering productivity.  

Simple solutions such as stress management education, flexible work schedules, quality social interaction, and increased participation in company decision-making can improve stress levels in the workplace.

What’s the Upfront Cost and Time Investment for a Health Promotion Program?

The cost depends on the type of Health Promotion Program implemented.  There are a few options to promote staff member health with advantages and disadvantages of each.  The program design depends on the goals of the health promotion program, the corporation resources, and the community resources available.  

Improving dietary practices, increasing physical activity levels, managing stress or addressing work life balance issues, and reducing/eliminating tobacco use, are main strategies for preventing many of the most common avoidable chronic illnesss.

The possibilities of how your business addresses these issues are endless and can range from increasing worker awareness, which may include buying several  pamphlets on a variety of topics, and measuring walking distances around your facility.

Other possibilities include establishing organizational support such as funding a fulltime occupational health specialist or building an onsite fitness center.  

When well planned and based on your objectives, any of these programs can help you succeed.  Refer below to Health Promotion Program Design Options for more ideas.